5 Ways Not to Handle Negative Feedback

5 Ways Not to Handle Negative Feedback5 Ways Not to Handle Negative FeedbackHey, do you have a moment to chat in my office? No matter the context, those words can strike fear in the hearts of even the most confident top performer. And koranvers enough, no matter how well you do at your job, receiving negative feedback from your boss, a client, or even your direct reports can be hard to swallow. Throughout your career, youll always be given feedback in some form or another, and it will likely highlight both what you do well and what you should improve on. Its a key part of professional growth and, when given correctly and with good intentions, it can be extremely valuable for advancing your career. Thats not to say, though, that it cant be extremely uncomfortable or even upsetting You put your all into your career and take pride in your work, so when its criticized, it can really sting your pride.Regardless of the nature of the feedback, the way you receive and respond to it will go a long way in being seen as a confident, competent, professional (or not). As you work to evaluate the feedback youve been given and implement it moving forward, here are some reactions to be sure to avoid if you want to dig yourself out and emerge with strength and poise. 1. Dont Get DefensiveDuring a feedback conversation, chances are youre feeling somewhere between mildly to extremely defensive. This is a totally natural reaction, but it can also come off as immature, so its best to try to control it as much as possible. Try to avoid accusatory or subjective language like its not fair or it always seems like, and instead, focus on making I statements that show you take responsibility for your actions and their outcomes. For example, say you owed your boss a final version of a report by noon. You had asked the intern to print and bind it, but he misunderstood your instructions and was late delivering the hard copy. Your boss does not care that the intern messed up all she knows is that you were late in delivering her the final version. Claim responsibility for that, and consider how you can improve for the future (e.g., I know the report was late, and I will make sure to set up the proper systems and guidelines to make sure it doesnt happen in the future).2. Dont Over-ApologizeOn the flip side, dont go overboard. If the feedback is based on a specific mistake, misunderstanding, or behavior, apologize once, and thats it. Make it count- your apology should be sincere, concise, and show that you understand the problem and how avoid it in the future. Your boss will appreciate this and most likely want to move on- she has no interest in telling you its OK five times a day as you beg for forgiveness or promise to improve upon things in the future. 3. Dont React on ImpulseReceived a piece of really tough- or even truly unwarranted- feedback? Although its tempting to react immediately, your emotions are at their peak in the heat of the moment. So, its essential that you take a deep breath and give yourself some physical space to absorb the comments and clear your head before responding one way or another. The person giving you the feedback may want to discuss it then and there, but youre usually better off respectfully saying something like, I really appreciate hearing your concerns. Id like to take some time to collect my thoughts so that I can better respond to what Ive heard. Then, remove yourself physically from the space- a walk outside is always a good idea- to allow yourself some space to calm your mind. 4. Dont Miss the Chance to ClarifyAfter youve had the opportunity to clear your head, go back and think about the main points your boss conveyed. Do they pretty much make sense, or is there anything that came totally out of left field? If so, can you go back and revisit the surprising feedback with your boss in the name of getting a better understanding of what you need to work on? Its never a bad idea to circle back with him or her afte r a few days or weeks and say something like, Based on my evaluation, here are the three major points I understand I need to improve on, and here is what I understand that I do well and should continue to do. There is one point you mentioned that concerns me a bit, and heres why. The person giving you the feedback will appreciate that youve taken the time to analyze it and that you are crystal clear on the steps you should take to improve in the future. 5. Dont Dwell on ItParticularly if the negative feedback caught you by surprise, pointed to a flaw that makes you self-conscious, or was of a personal nature (your tendency to use filler words in presentations, for example), chances are youre going to feel bad about it. Thats totally normal. But while you should allow yourself a period of time to work through the feelings it stirs up, you should also commit to letting them go. Try to remember that you are not your job, and your colleagues assessment of your professional performance d oes not correlate to your value as a human being. Oh, and while it may be tempting to text your closest co-worker saying, I need some stiff drinks, stat, engaging in destructive behavior will get you nowhere. Listen to music, exercise, cuddle your cat- whatever you need to do to feel better without leaving yourself worse off in the long run. As you look to the future and work to incorporate feedback in the name of professional development, focus on the positive. Look to the joint progress you, your colleagues, and clients are making toward achieving your mutual goals rather than things that went wrong in the past. Less-than-glowing feedback is a fact of life, but it can still really bring you down. By knowing some ways not to react, both outwardly and for yourself, youll be able to recover more quickly and shine like the competent professional you are. Finally, remember that youre not alone. Everyone out there has been there, too.Photo of feedback courtesy of Shutterstock.

Working Long Distance with Recruiters

Working Long Distance with RecruitersWorking Long Distance with RecruitersRecruiters regularly work across geographies. Does it pay to find a recruiter who knows the terrain?When youre working with a recruiting firm, will its location affect your chances at landing the job you want? If youre trying to find a job in a new location, does it pay to find a recruiter already tzu siche on the ground? Or does it make more sense to pick an industry expert first and worry about location second?The best advice is to cast a wide net with the recruiters you use. Given todays competitive market and shifting economic conditions, you should never align yourself exclusively to executive recruiters or coaches in your immediate area or even just the area you want to target.Recruiters regularly work across borders and regions. While I serve many clients in my own backyard on the West Coast, I know several recruiting companies on the East Coast that have client relationships in my neighborhood. Converse ly, I have had active clients on the West Coast who were hiring for positions on the East Coast.Instead of the location of the recruiters offices, focus on the tactical perspective of their market presence, their market disciplines, and their level of engagement and tiered recruitment opportunities with their clients. In other words, dont engage with a mid-level contract placement agency if you are looking for a full-time, executive-level position.Your assessment of recruiters should include these stepsResearch your target companies to determine which recruiting firms they use as preferred vendors for their open positions.Interview the executive recruiter to determine his ability to support your job search and professional expectations.Ensure the firm has a strong presence in your industry and discipline. If your target industry is contract manufacturing or finance, you do not want to engage with a recruiter whose primary focus is retail.Make sure the recruiter really knows your ind ustry. Whether or not she can speak the language and use the acronyms and buzzwords of your business will reflect her degree of experience in your field.Check the recruiters market presence and credibility. Review his LinkedIn profile, read his recommendations, look at his zugnglich presence and research his professional networks.Be tactical in your selection and maintain a high-touch, accountable relationship with that recruiter. Its imperative that you stay on his radar and top of mind whenever possible.Be mindful of the recruiters track record. For example, if the position you are seeking is at the C-level, you want to be confident knowing she has experience placing candidates at this level. Dont invest too much time in small talk with a recruiter or coach who does not focus on your type of position or level.Never allow location to prevent you from working with your next recruiter. You may find your next position online or through a specific posting, but the most effective way to increase your visibility at a specific company is going to be through a personal connection, including a trusted recruiter. Taking the time to review the capabilities and qualities of your recruiter, and establishing a collaborative partnership with them, can be instrumental in securing the job of your dreams.

3 Ways to Break the Tension in Your Office

3 Ways to Break the Tension in Your Office3 Ways to Break the Tension in Your OfficeYou know what they say about zug that when its thick, you could cut it with a knife. Its uncomfortable enough to deal with this kind of situation in social situations, but add that kind of tension to a work environment, and you have a whole new level of awkwardness on your hands.And, while I cant magically whisk away that tension you feel when two colleagues start to have it out in the kitchen, I can share whats worked for me in the past. (And trust me, over the past 15 years, Ive had my share of tense moments in the office.)Method 1 Ignorance is BlissLook, sometimes things get heated in the office, and people lose their temper, or say something a bit off. While thats not the ideal, it happens when people are working hard and trying to do their best. Sometimes, its best to just look the other way and let the moment pass.It happened to me several years ago. My team welches under a tight deadline, and a ll of us had been working overtime and weekends to get it done. When the final hour approached, of course, several issues came to light, and two of my colleagues fired off some disparaging remarks at one another. The office fell silent for a few moments, then everyone quietly went back to what they were doing. About five minutes later, the two in question both burst into laughter, with the rest of us joining in. They apologized to one another, and we all got back to work with a renewed sense of purpose and teamwork.If any one of us had jumped in on the mud-slinging, the situation wouldve quickly escalated to something much larger than what it really was- just a couple of overworked, stressed out colleagues blowing off steam. If you trust your team and know your colleagues well enough to recognize something as just out of character, it might be best to just let it blow over before addressing it any further.Method 2 Evasive ManeuversSometimes, things dont seem to calm down on their ow n, and some sort of intervention is clearly needed.This happened to me once while I was attending a management meeting and we were discussing how to allocate annual bonuses. Naturally, each manager was lobbying for the highest amount possible for his or her team, but what started as a professional, cordial discussion quickly turned into a nasty competition over whose department was most valuable. Things got ugly pretty fast, but fortunately, one of the other managers had the good sense to try to change the subject. She picked out a trait one of the managers was highlighting about his team members- her strong communication skills- and jumped in on the conversation, commenting on how that was a trait we all would like to see developed more throughout the organization. She then deflected seamlessly to our manager to ask how the company was planning to help develop unterstellung skills going forward. Several other managers picked up on the cue and chimed in, effectively taking the focus off the initial argument. Within a matter of minutes, an ultra-tense situation had been diffused into a constructive conversation that everyone could relate to. This isnt an easy tactic, but if youre fairly in tune with your colleagues and can pinpoint a relevant segue, jump on that chance. Youll help get the discussion back on track, not to mention help save your colleagues from saying something they might regret.Method 3 MediateSometimes, you just cant avoid the tension, which means you have to deal with it head on. This isnt an easy approach, so if at all possible, save it as a last resort.I was unfortunate enough to be at the source of the tension when this happened to me. I had just started at a new company a few months earlier and had been hired to make some specific changes to how the department was run. Yet, when I tried to make those changes, I started to run into resistance from my team as well as my manager. Finally, one day Id had enough and told one of my colleagues wh at I thought. He had his own perspective on the situation, and before long we were entangled in a heated debate. Fortunately, one of our other colleagues jumped into the fray and helped simmer things down by mediating the discussion. Incredibly, just the presence of another voice in the discussion did wonders for easing the tension. An impartial third party, interested in finding a mutually beneficial resolution, was exactly what we needed- at least to break the tension and get us back to working productively together again. When you feel a conversation heating up- fast- its probably time to step in and help mediate. Pay close attention to the argument, and try to find some common ground between the two (or more) battling it out. If you cant find anything, then come up with a suggestion of your own. Youll have to think quickly, and make sure whatever you suggest is fairly benign- you want to ease the tension, not add fuel to the fire.If you care about your work, and you work with an yone else, I guarantee youll encounter a few tense moments in the office. Keep these tips in mind, and the next time things get a bit thick in the office, youll know just how to cut the tension- no knives necessary. Photo of tense woman courtesy of Shutterstock.

Business, Economy Booming in Cincinnati

Business, Economy Booming in CincinnatiBusiness, Economy Booming in CincinnatiCincinnati and the Northern Kentucky area are currently enjoying notable economic growth. In April the Greater Cincinnati metro area saw a 6.17% increase in job openings. Other metros with significant job increases during that period includePittsburgh, PA (5.27%) and Seattle-Tacoma, WA (4.94%). Of the top 25 largest metro areas in the US, onlyMinneapolis-St. Paul, MN, saw a dip in job openings (-0.29%) over this period.The Simply Hired Employment Outlook shows steady gains in job listings over the last quarter, said James Beriker, President and CEO of Simply Hired. New grads are benefiting from a stronger job market than in years past with nearly 20% more full-time entry-level jobs available this year as compared to last.In Cincinnati the good economic news has been accompanied by significant increases in tourism in the area. A series ofstudieson travel and tourism in the region has found that ,Visitors spe nt $4.4 billion in 2013, a 5.1% increase over 2012, including $629 million on hotels, $898 million on retail and $1.4 billion on food and beverage.The region hosted 24.1 million visitors in 2013, an increase of 4% over 2012. 90% percent of visitors came for leisure and 40% stayed at least one night.But growth in the greater Cincinnati area isnt due solely to tourism. The Federal Reserve Bank of Cleveland hassuggestedthat this trend will continue, due toproposed expansions by major companies in the area. The bank also noted, Unemployment in the area now stands at 4.5%, nearly a point lower than the national average. Wages are also growing faster than the rest of Ohio and other nearby metros. Wages are poised to reach an average of $840 a week a level not seen since 2007. The Federal Reserve Bank of Cleveland hassuggestedthis trend will continue, due toproposed expansions by major companies in the area.According to Simply Hireds data, the top growing industries during April in the Ci ncinnati and Northern Kentucky area werefinancial services, healthcare and manufacturing. The top hiring occupations were April were office and administrative workers, motor vehicle operators, IT workers, and schlussverkauf representatives.Search Cincinnati jobs with Simply Hired.

Adding Flexibility into your Workplace

Adding Flexibility into your Workplace Adding Flexibility into your Workplace Well, having flexibility helps workers adequately balance their personal and professional lives. We all know how much of workaholics Americans can be and having a less flexible professional life and career is often the root of that. A great deal of people are so busy with work and have so many job-related responsibilities and duties (which are often all on strict deadlines) that they cannot efficiently complete all these tasks in a single eight-hour day, let alone a 40-hour week. So, what happens? Their outside of work time turns into work time.So, how can you as an employer help? Well, why not consider adding a bit more flexibility to your company and its practices? Besides, having workplace flexibility not only positively affects your workers it benefits the entire organization (and you) as well.Studies have shown that flexible work environments-Increase employee engagement and morale-Decreases employee turnover, which increases retention rates-Boosts productivityIf youre considering adding more flexibility into your organizations structure, below are just four of the ways to do just thatPay-for-performance modelAlthough most people have cell phones that are under contracts, tracfones where users pay as you go still exist. Depending on how much money you put toward minutes for the phone will determine how much available time you receive. If you pay for 100 minutes, you only get to talk for 100 minutes. Once the minutes zustrom out and you dont add anymore, you lose the ability to talk. Youre paying for performance.The same is true for freelancers and contractors. Companies (and people) hire freelancers for a specific task. Once the task is complete, he or she is paid for the work. Even if the worker is paid hourly, he or she is still only being paid by the hour for a certain amount of work to be performed.Companies can adopt this pay for performance model to add flexibility with e mployees. One of the main issues workers face when it comes to work-life balance is their schedules. Pay-for-performance models eliminate traditional 9am-5pm schedules and take the emphasis off time and put it on quality of work.Perhaps an employee doesnt need to sit behind a desk for eight hours to complete an assignment. Or perhaps he or she is independent enough to work from home. Paying for performance versus paying for the number of hours worked is a great way to ensure work is actually being completed, which will benefit your entire organization.Work-from-home optionIf youre not comfortable with completely eliminating your workers schedules, why not give them a day or two away from the office? Adding a work-from-home option for one or two days during the work week will help give an employee balance. This will reduce the workers commute time during the overall week, give him/her a day to rest in the sense of not waking up as early, getting dressed, etc. This will also give the worker a change of environment during the week, which is always helpful and refreshing.FlextimeWhy not consider allowing employees to make their own schedules? You can give workers a voreingestellt range that the hours must fall within (for example, workers cannot make a 5am-1pm schedule if your building doesnt open until 7am) and then let the employees decide when they will begin and end their work days. If you want to really be flexible, you can give the option of flextime days where the employee works a different schedule on different days.I would limit this option to two different schedules per week (for example, Mondays and Wednesdays are schedule 1 and Tuesdays, Thursdays, Fridays are schedule 2) because having different schedules for each day of the week can cause confusion and lead to unproductiveness.Compressed workweekA compressed workweek gives workers an alternative to the traditional five 8-hour day workweek. This means working longer hours (per day) for a shorter amoun t of days.For example, my family member worked at Amazons distribution center on a compressed workweek schedule. He would work four 10-hour days, which obviously equates to a 40-hour workweek.Adding this option will give workers an extra day off, which most people would be happy to have. Yet, this type of option will only work if your establishment is one that allows for extended work hours. A newspaper company could do this because most reporters work around the clock. Yet, this option wouldnt work as well for a sandwich shop (located downtown) where 1) it closes at 4pm each day and 2) its business and location is based off a specific time of day (lunch hour).

The Fundamentals of Best Resume Design Revealed

The Fundamentals of Best Resume konzeption Revealed Work experience is a critical part of your resume, but nevertheless, it should not feature a detailed collection of all of the jobs that youve held (particularly if youve worked in the business for years or had many jobs). Recruiters have a job to do and will need to do it quickly, which is the reason why it is essential that they be in a position to rate your experience, education, and skills in only a couple of seconds. Job Resume lets you create your very own personal brand logo in only two or three minutes. Not only are you going to look bad, but it is going to haunt you down the line with other future possible employers. Below, you will locate a list of resume examples that may assist you with your work search. Have a look at our article on the way to use your job references strategically in the event you need more info. To read more on the subject of tech resumes (in addition to cover letters and the way to locate a job in the tech industry), have a look at the Vault Career Guide to the web and Social Media. The Downside Risk of Best Resume konzept Notice how the font allows for the entire resume to get read with considerably more fluidity than a conventional professional resume. The upcoming free resume template is devised in the shape of a brochure. Additionally, there are a few practical methods to help you craft a successful resume. In reality, the chronological resume template has become the most traditional resume format. There are four documents that youre able to select from and simple to edit layered and organized. The chronological format is the most popular by jobseekers. With all these templates, it can help to have a guide to the finest modern resume designs available as part of an Elements subscription. Much like the Envato Elements library, there are several templates to pick from that it can help to have a sortiment of the greatest choices. Easily you may chanage color. Co lors can be changed at your convenience along with add photos if needed. Its possible to change the colors and fonts in case youd like. You are able to choose various colours and font. The Basic Facts of Best Resume Design There are lots of free creative resume templates you are able to use, allowing you to focus your energy on everything else you should do. Possessing a great resume format is crucial to organizing your data in a way which will help you become noticed. When you format your resume you wish to be certain your leave enough margin space to permit for printing. If youre interested in receiving your resume up and running, along with discoverable, the absolutely free option is a remarkable place to begin. Again, you would like to make certain that your resume is readable. Just sign up there, complete the details and your Resume is about to download. Have a look at the examples above again. What About Best Resume Design? 1 day, you gunst der stunde to find the c all about your fantasy job. If you would like to find that job you must make certain that youre able to deliver the recruiter with some resume design 2018 that will grab their attention. Make certain you didnt miss whatever could cost you the job that you dream about Youre going to be landing that dream design job in no moment. This design will allow you to succeed in which ever job youre searching for. Elegant page designs are simple to use and customize, which means you can quickly tailor-make your resume for any chance and assist you to receive your job. Inspirng page designs are simple to use and customize, and that means you can quickly tailor-make your resume for any chance and assist you to receive your job. Elegant Resume page designs are a breeze to use and customise, and that means you can quickly tailor-make your resume for any chance and assist you to receive your job.Depending on the sort of application process youre addressing, it can be appropriate to include samp les of your work inside your CV. The majority of the moment, when you apply to get a job, your resume will want to be accompanied by a covering letter. Just make sure, whichever format you pick, which youre targeting it for the job that youre applying to. If youre asking for work in publishing, think about using a timeless font. The 5-Minute Rule for Best Resume Design Its ideal for a professional who works in social networking or internet marketing. Perhaps youve taken so many CE courses or other expert coursework which they may fill your resume by themselves. As you may have noticed, design is only one of several elements in your resume that could capture attention. An attractive, minimal and user-friendly template which you can edit based on your abilities and experience. Blogger Kit Co. delivers simple to alter, fully editable media kits that arrive in a wide range of fashions. Each template gives structure, examples and tips so you dont need to start from scratch when cr eating your resume. A number of the templates are free while others cost a couple of dollars.

From College to Career Tips From Gen Y Expert Lindsey Pollak

From College to Career Tips From Gen Y Expert Lindsey Pollak During herbei senior year of college, she welches a residential assistant. She quickly fell in love with advising and mentoring those younger than her on career choices and life decisions. In 2001, the dotcom company she worked for went out of business. herbei former employer handed her her laptop and said Go start a business, you can do this on your own, one of the best moments of her life. Ten years later, she has her own successful business helping those in the place she first discovered her passion college. Meet Lindsey Pollak, a bestselling author, corporate consultant, keynote speaker and expert on all things Generation Y (not to mention shes the Global Spokespart for LinkedIn).Pollaks expertise has appeared in prominent media outlets including The New York Times, The Wall Street Journal, CNN, and NPR.Her book, Getting from College to Career Your Essential Guide to Succeeding in the Real World, offers advice and tips to students pursuing employment after college. Unsure of how to begin searching for a job? Do you understand how to evaluate a compensation package? Or how to make the most of your paycheck? Pollak can help with that. She also works with companies to understand how to attract, retain and engage Millennial talent. Her latest venture is teaming up with The Hartford on the My Tomorrow campaign to create an adult playbook. Pollaks book was about how to get the job and all the tactics, tips and details of how to land a position the new campaign details what to do once you have the job.On Wed. Oct. 3, Recruiter.com interviewed Pollak where she offered advice and suggestions on everything from determining the right position to asking for a raise. Check out the interview below as her background, knowledge and insight are sure to benefit not only students, but anyone soon to enter the workforce.1. Why did you decide to write your book?When I graduated from college I knew a little bit about what I wanted to do, but I didnt feel like there was one resource available that told me everything I needed to know you had to go to a lot of sources. I think my goal with the book was really to fill what I thought was a gap in the marketplace of really specific tips. My book has 90 tips with lots of check-off lists, and bullet-pointed lists and really everything I could possibly think of that a young person should know about getting from college to career. Thats always been kind of my goal People dont just think about the big picture, which is of course very important, but they also think about all of those tactical details and I try to be a guide for young people through those issues.2. What is the most important step for students to get from college to their careers?If I could only choose one thing, and this is pretty broad, I would say its taking action. I find that the biggest mistake that a lot of young people make is that they try to think really hard what they want to do and then figure it out in their mind. And I think the reality is you have to try a lot of things. So taking lots of different classes, trying internships, part-time jobs, really getting yourself out there volunteering and so forth to try anything you can, start as early as you possibly can. And then throughout your career make decisions based on what youre enjoying and what you want to do next.I dont think you can necessarily chart out every job for your career, but each job leads you to that next position. So action, action. action. Also, through that action you meet people and those are the people who become your network who lead to opportunities in the future as well.3. How can recent graduates entering the workforce determine the right jobs for them? Its really about trying lots of different opportunities and thinking about what you want in the future, but whats really going to make you happy to day and not being afraid to try something that maybe you didnt major in in college or you dont feel prepared for. If you really have an interest or a passion in it, that could be the right choice for you.4. How concerned should grads be about starting or entry-level salaries?I think salary is a really important part of working, but you have to take time to figure out what salary and compensation overall is important to you. Based on your situation, what is the rent going to be in the city or town you want to live in? What kind of student loans do you have? What kind of expenses do you have? What are your goals for the future? You want to think about all that in your salary decisions.Think about your entire compensation package, which is not just the money in your paycheck, but its also the benefits that you receive from your employer. We did a research project and found that most Millennials dont understand life insurance or disability insurance and the kinds of protection those can provide for a young person. Your ability to work is your greatest asset as a young person or a person, so you want to protect that. Dont just think about your salary as a paycheck, but protecting that paycheck today, and, of course, for your future. I really encourage Millennials to think beyond the dollars, although, of course, thats really important, but the whole pay package is really whats going to affect your lifestyle the most.5. How do you negotiate a salary?Like anything else, salary negotiation is a skill and its something that you can study and learn and practice and get really good at. First you want to do your background research. Figure out what are the salary ranges that are realistic for the job you want. You dont want to be wildly outside that range or the person wont take you seriously.Talk to your career services office. Websites like Vault.com can give you a lot of information about general ranges in your industry and region of the country. So go in with that inf ormation and then practice how youre going to negotiate. Think about all the things that your boss or the HR person might say to get you a lower salary and how youre going to react to those. Think beyond money. Think about other benefits that you might want like flexible hours, a little bit mora vacation time, the ability to work remotely. Anything that would be valuable to you thats not just salary can be part of the conversation.But above all, practice this conversation with a friend, with a family member. Know how to say those numbers out loud and how youre going to respond to any questions or challenges that your employer gives you in that situation. Its really a skill practice and build that muscle.6. What benefits or compensation packages should grads look out for? Should they be wary of positions that dont offer any benefits?I wouldnt be too concerned if an employer doesnt offer a lot of these benefits a lot of smaller companies simply cant afford to. Whats really important, above all, is that you find out what an employer does offer and educate yourself on what benefits you can get from the company that youre working for and what you might need to look for on your own. So think about health insurance, life insurance, disability insurance, any kind of compensation or loan forgiveness or help repaying any college debt that you have. Any education benefits that somebody might give so you can take classes towards a degree or not. Any kind of health benefits like being able to join a health club, any kind of flexible package you can use, flexible spending account.What might be necessary based on your lifestyle today and into the future? If its a bigger company they should talk about it on their website. If its a smaller company, you may need to ask those questions.7. Do you have any advice for graduates who pursue an untraditional route (freelancers, independent contractors, entrepreneurs)?I think youre picking up on a really big trend of your generation pa rtly because of the economy, and partly because I think Millennials want to pursue their dreams right away without paying their dues. I think if its your reality and those are the kinds of jobs you can get right out of college, go for it. I think if you have the entrepreneurial bug its a great thing to do. But again, you have to think about planning your finances for that decision that youre making. How are you going to make ends meet? How are you going to protect your future? How are you going to plan for tomorrow? So, even if thats your reality you still have to think in terms of the whole picture.8. Is there a good length of time to stay in your first position?A lot of these rules have changed. The traditional answer was that you really want to stay in your first job or any job for at least one year, that that would look best on a resume. But my personal feeling is that if youre absolutely miserable then its okay to leave a position. A year is great, but I think one of the negati ve characteristics of Millenials is they tend to jump around a lot and try a lot of different things. But if youre really happy in a position you can differentiate yourself by staying a long time. Moving up the ladder, showing your commitment that youre loyal to that company it could really be a very big differentiator.9. What are some of the most common mistakes graduates make when trying to enter the workforce? A couple of common mistakes1) leid taking a job soon enough holding out too long for the perfect opportunity. I think taking action and starting your career is really important.2) Not giving it a little bit of time to get settled. Making sure you learn the ropes and not worrying that youre not moving forward quickly enough. Give yourself some time have a little patience.3) And then finally, not understanding all the benefits that are offered. Thinking about that entire compensation package is another way to really set yourself up for success in a new job.10. What ways can M illennials save money?On our website we have an infographic and it says, you only live once, so plan for the future. I think its about making small changes today but thinking about the big picture tomorrow. Look at your credit cards are any of them charging an annual fee that you really dont need to pay? Can you change that? Can you look at your cable bill and cut corners there? Can you shop at different stores where the groceries cost less?Make those small changes today but think about your long term plans and just start putting away a little bit every month towards those plans. I love automatic debit from your account so that you dont even see the money. Commit to whenever you get a check, like a birthday check from your grandmother or any kind of unplanned-for-money, put that money into that account. And its really gratifying to see it grow.So save money today, but setup a system where youre slowly putting away money month-by-month. The earlier the better.

Here Are Some Tips and Tricks for Writing a Short Bio

Here Are Some Tips and Tricks for Writing a Short BioHere Are Some Tips and Tricks for Writing a Short BioWhat do editors and agents mean when they ask for a short bio? For writers just starting out, the idea of writing abio, short or otherwise, to go along with their submissions to a literary journalcan be daunting. What exactly are editors looking for? What if you havent published anything yet? Is it important to include your education, your job, your favorite ice cream flavor? Should you be cheeky, friendly, or boringly professional? These general rules of thumb might help. If You Have No Published Works or Awards If the editor or agent has specifically said that theyre open to new work, theyre not going to mind if you dont have an MFA or a slew of impressive awards. You can be brief and honest. They want a short paragraph, literally a few lines, to put your submission in context. They often use this paragraph for the Contributors Notes at the back of the journal if they accep t your story. They dont have to worry about soliciting it later on if they get your bio up front. If You Have Been Published If youvebeen published inother literary journals or have an MFA or both, toot your horn. You should list these things first. A clean and acceptable short bio with credentials might go something like this John Doe received an MFA in fiction from Writing University in 2006. He stories have previously been published inWriting MagazineandBest Fiction. He lives in Ontario, Canada. Friendly or Boring fruchtwein bios are on the dry side, but take a look at those of other writers in the journal to get a feel for what the editor or agent is looking for. You can be a little creative if it looks like theyre open to something more colorful. Reading real bios from published writerscan give you a framework to get you started. Shorter Is Sweeter John Does bio above says just enough. It doesnt distract from the story hes submitted. You dont want your bio to be a t urn-off for an editor. You dont want her to begin wishing she could stop reading before she gets to the end of it. Dos and Donts Morgan Beatty is the editor of People Holding..., the website that sends authors found photographs and asks them to write about them in 550 words or less. We asked him what advice he has for writers sending short bios. Heres his list of dos and donts. Do rememberthat if you despair over using the third person, youre a writer.Dont forget that self-deprecation lends an aftertaste to your work.Do remember that your pets dont mind being left out.Dont forget to never overstay your welcome. The Three-Sentence Rule Consider using the three-sentence rule. Even if you have more published works than Shakespeare, dont try to list them all. Pick the very best, and let the spotlight shine on them. If youve won more awards than Katherine Hepburn, stick to the most prestigious. If you want to mention where you live, thats fine, but theres no need to describe the view from your window. You might want to write several bios. Put them aside and forget about them for a day or two, then go back and look at them cold. You might be surprised to realize that you see them in a whole new light.

Making Boilers More Efficient

Making Boilers More Efficient Making Boilers More Efficient In the boiler world, fruchtwein upgrades over the years have been small innovative steps rather than anything highly revolutionary as the industry continues to improve safety and efficiency and to control emissions.Today, efficiency is the name of the game, and recently, companies have been focusing on changing the way the burner operates on the boiler as an important way to gain greater efficiency. The result for one company has been what Alan Wedal, product manager for commercial boilers at Cleaver-Brooks Inc., Milwaukee, WI, calls the biggest major development in decades and perhaps even since World War II.It all became possible due to advances in computer modeling within the past decade that allowed engineers to work faster, generate information from the modeling program, and test prior to building and testing new boilers.Now, we build and test to verify. Its not as much trial and error as before, says Florian Wisinski, Wedals counterpart for industrial boilers at Cleaver-Brooks.Oxygen LevelThe goal was to get to a constant oxygen level across the entire firing range of the boiler, which is accomplished through controls and sensors, says Wisinski.A traditional burner typically operates at lower efficiency ratings because additional oxygen is required for the burner to fire properly, and too much excess air, as the added oxygen is termed, can lower boiler efficiency.According to Cleaver-Brooks, research has shown that 15% excess air is the optimal amount to introduce into the boiler combustion process. While some boilers have been able to achieve 15% excess air at the top end of a boilers firing range, the challenge comes at the lower end when the boiler is operating well below its maximum capacity. Thats because most boilers tend to demand greater excess air in the lower range.Furthermore, Wedal explains, most boilers typically operate in the lower range the vast majority of the time. So if you can improve the efficiency at the lower firing range and youre operating there quite a bit of the time, the overall effect can be a very good efficiency gain for the end user, he adds.New DesignIn what became a 24-month process from initial concept, konzept, and validation through testing, engineers at Cleaver-Brooks started by designing a new boiler incorporating the idea of changing the burner, says Wisinski. One critical factor was a re-design of the tubes within the boiler to increase heat transfer in the tubes. Engineers added helical ribs to the inside of the tubes, creating more turbulence of the hot flue gasses and thus more heat transfer.Tubes with added helical ribs increase the heat transfer coefficient in applications using a gas or fluid with low thermal conductivity. Image source Mstube.comBut it was only with the aid of CAD embedded with CFD that engineers were able to perform extremely complex calculations on various elements of a boiler system, including analyzing prob lems that involve fluid flows. Calculations allowed simulation of the interaction of liquids and gases with surfaces, which in turn enabled engineers to improve the tube profile and increase heat transfer by 85% compared to a traditional bare tube.Now that the equipment is available commercially, more than half of the boilers Wisinski is providing quotes for to prospects are using this new design, which provides between 1 percent and 5 percent greater efficiency in the lower ranges and is comparable in cost to older models.Its changing the marketplace as people learn about it and understand it, Wedal says. Were seeing it replacing a lot of our older models that we had been using, driven by the efficiency gains.Over time, Wisinski expects this will totally replace older technology although boilers can have a long life, some as long as 50 years. The new boilers have many applications for heating buildings and for all sorts of industrial processing from food, paper and plastic manufact urers to pharmaceutical and computer chip manufacturing facilities to providing process steam at healthcare facilities and other institutions.While efficiency was the main focus, there are additional benefits, including a reduction in emissions, savings related to using less fuel and an optimized design so that the new model typically has a much smaller footprint than older boilers for a comparable size. There are gains on many different fronts, says Wedal.Nancy Giges is an independent writer.So if you can improve the efficiency at the lower firing range and youre operating there quite a bit of the time, the overall effect can be a very good Florian Wisinski, product manager, Cleaver-Brooks.

6 Basic SDLC Methodologies

6 Basic SDLC Methodologies6 Basic SDLC MethodologiesThe Software Development Life Cycle (SDLC) is the software development worlds spellcheck - it can flag errors in software creation before theyre discovered (at a much higher cost) in successive stages. But its much more than that, of course SDLC can also lay out a plan for getting everything right the first time.The SDLC process involves several distinct stages, including planning, analysis, design, building, testing, deployment and maintenance. Whats the best SDLC methodology? Here are six methodologies, or models, to consider.Software development lifecycle methodologiesAgileLeanWaterfallIterativeSpiralDevOpsEach of these approaches varies in some ways from the others, but all have a common purpose to help gruppes deliver high-quality software as quickly and cost-effectively as possible.Reviewing a brief description of the six most common SDLC methodologies may help you decide which is best for your team1. AgileThe Agile model has been around for about a decade. But lately, it has become a major driving force behind software development in many organizations. Some businesses value the Agile methodology so much that they are now applying it to other types of projects, including non-tech initiatives.In the Agile model, fast failure is a good thing. The approach produces ongoing release cycles, each featuring small, incremental changes from the previous release. At each iteration, the product is tested. The Agile model helps teams identify and address small issues on projects before they evolve into more significant problems, and engage business stakeholders and get their feedback throughout the development process.As part of their embrace of this methodology, many teams are also applying an Agile framework known as Scrum to help structure more complex development projects. Scrum teams work in sprints, which usually last two to four weeks, to complete assigned tasks. Daily Scrum meetings help the whole team mon itor progredienz throughout the project. And the ScrumMaster is tasked with keeping the team focused on its goal. (For more on Scrum, see the Scrum Alliance website.)2. LeanThe Lean model for software development is inspired by lean manufacturing practices and principles. The seven Lean principles (in this order) are eliminate waste, amplify learning, decide as late possible, deliver as fast as possible, empower the team, build integrity in, and see the whole.The Lean process is about working only on what must be worked on at the time, so theres no room for multitasking. Project teams are also focused on finding opportunities to cut waste at every turn throughout the SDLC process, from dropping unnecessary meetings to reducing documentation.The Agile model is actually a Lean method for the SDLC, but with some notable differences. One is how each prioritizes customer satisfaction Agile makes it the top priority from the outset, creating a flexible process where project teams can resp ond quickly to stakeholder feedback throughout the SDLC. Lean, meanwhile, emphasizes the erledigung of waste as a way to create more overall value for customers - which, in turn, helps to enhance satisfaction.Ready to fill an open role? Use our candidate finder.3. WaterfallSome experts argue that the Waterfall model was never meant to be a process model for real projects (check out the discussion on this topic on StackExchange). Regardless, the Waterfall model is widely considered the oldest of the structured SDLC methodologies. Its also a very straightforward approach finish one phase, then move on to the next. No going back. Each stage relies on information from the previous stage and has its own project plan.The downside of Waterfall is its rigidity. Sure, its easy to understand and simple to manage. But early delays can throw off the entire project timeline. With little room for revisions once a stage is completed, problems cant be fixed until you get to the maintenance stage. This model doesnt work well if flexibility is needed or if the project is long term and ongoing.Even more rigid is the related Verification and Validation model - or V-shaped model. This linear development methodology sprang from the Waterfall approach. Its characterized by a corresponding testing phase for each development stage. Like Waterfall, each stage begins only after the previous one has ended. This SDLC model can be useful, provided your project has no unknown requirements.4. IterativeThe Iterative model is repetition incarnate. Instead of starting with fully known requirements, project teams implement a set of software requirements, then test, evaluate and pinpoint further requirements. A new version of the software is produced with each phase, or iteration. Rinse and repeat until the complete system is ready.Advantages of the Iterative model over other common SDLC methodologies is that it produces a working version of the project early in the process, and makes it less e xpensive to implement changes. One disadvantage Repetitive processes can consume resources quickly.One example of an Iterative model is the Rational Unified Process (RUP), developed by IBMs Rational Software division. As explained in this document from IBM, RUP is a process product designed to enhance team productivity that also captures many of the best practices in modern software development in a form that is suitable for a wide range of projects and organizations.RUP divides the development process into four phases inception, when the idea for a project is set elaboration, when the project is further defined, and resources are evaluated construction, when the project is developed and completed and transition, when the product is released. Each phase of the project involves business modeling, analysis and design, implementation, testing, and deployment.5. SpiralOne of the most flexible SDLC methodologies, the Spiral model takes a cue from the Iterative model and its repetition th e project passes through four phases (planning, risk analysis, engineering and evaluation) over and over in a spiral until completed, allowing for multiple rounds of refinement.The Spiral model is typically used for large projects. It enables development teams to build a highly customized product, and incorporate user feedback early on in the project. Another benefit of this SDLC model is risk management. Each iteration starts by looking ahead to potential risks, and figuring out how best to avoid or mitigate them.6. DevOpsThe DevOps methodology is the newcomer to the SDLC scene. As this article explains, it emerged from two trends the application of Agile and Lean practices to operations work, and the general shift in business toward seeing the value of collaboration between development and operations staff at all stages of the SDLC process.In a DevOps model, Developers and Operations teams work together closely - and sometimes as one team - to accelerate innovation and the deplo yment of higher-quality and more reliable software products and functionalities. Updates to products are small but frequent. Discipline, continuous feedback and process improvement, and automation of manual development processes are all hallmarks of the DevOps model.Amazon Web Services describes DevOps like this DevOps is the combination of cultural philosophies, practices, and tools that increases an organizations ability to deliver applications and services at high velocity evolving and improving products at a faster pace than organizations using traditional software development and infrastructure management processes. So, like many SDLC models, DevOps is not only an approach to planning and executing work, but also a philosophy that demands significant mindset and culture changes in an organization.Choosing the right SDLC model for your software development project will require careful thought. But keep in mind that a methodology for planning and guiding your project is only one ingredient for success. Even more important is assembling a solid team of skilled talent committed to moving the project forward through every unexpected challenge or setback.Interview technology candidates right awayIf youre hiring an IT pro, we can help make the process easier. You can see profiles of IT candidates in your area using our online database. Tell us who catches your eye, and we can arrange an interview or placement ASAP.Find web developer candidates in Austin, TexasFind software developer candidates in Boise, IdahoFind help desk analyst candidates in Charlotte, N.C.Find desktop support candidates in Sacramento, Calif.Find database administrator candidates in Tucson, Ariz. Tags